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Published by:
Stanford Business School (2014)
25 July 2014
15 pages
Data source:
Field research
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In 2012, software company Adobe Systems transitioned from using annual performance reviews to a system of ongoing, flexible, 'check-ins.' The check-ins involved setting and tracking expectations, ongoing feedback and coaching, and opportunities for growth. The case reviews the deficiencies in the traditional annual review system, the philosophy underlying the change, and its relationship to Adobe's corporate strategy. This case is part of the Stanford Graduate School of Business free case collection (visit for more information on the collection).


Performance appraisal; Employee development; Giving and receiving feedback; Human resources management (HRM); Incentives; Motivation; Recognition; Performance management; Personnel policies; Retaining valued employed

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